Syndication

Collaborating for Success: A Dislocated Worker Training Model

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March 2010, Volume 5, Number 3

Central Lakes College (CLC) and Rural
Minnesota Concentrated Employment Program (RMCEP), in Brainerd and Staples,
Minnesota, were recently recognized at the National 2010 Careers Conference, in
Madison, Wisconsin, for their development of an innovative, collaborative model
for training dislocated workers. The training delivery model exemplifies
effective collaboration among numerous workforce and economic development
agencies, as evidenced by the Showcase Program Award presented to Rebecca Best,
dean of Workforce, Economic, and Regional Development at CLC, and Craig Nathan,
operations manager, RMCEP.

In response to the economic downturn
and growing number of dislocated workers, President Larry Lundblad, Central
Lakes College, convened a planning group during the fall of 2008. Participants
included Department of Employment and Economic Development (DEED), RMCEP, and
regional economic development partners. The group identified ways to work
together to help dislocated workers in the region by providing
access to full-time academic programs, and also discussed the need to develop short-term training options. Based on employment and job data statistics from
DEED and the direction given by the planning team,
short-term training program options were identified and targeted for
development.

Two short-term, noncredit training
programs were delivered during the spring, summer, and early fall of 2009:
Administrative Office Management, and Renewable Energy and Retro Green
Construction. Both programs were designed to provide training for enhancing
entry level employment opportunities. Robert Hanson, CLC
customized training representative, worked closely with industry subject matter
experts on all aspects of the project, including the design and development of
the curriculum. According to Hanson, “Collaboration was the key to the successful
delivery of the program. The content direction of the courses came directly
from industry experts.” Industry advisory groups were also convened to review
and finalize all curricula. Both programs included a significant essential work
skills/soft skills component, along with hands-on technical skills training. A
number of industry experts were hired as adjunct instructors to provide the
technical training. Students were also given the opportunity to visit actual
work sites for some of the hands-on training in the Renewable Energy and Retro
Green Construction Program.

RMCEP selected the trainees for the
programs through its established process and provided ongoing support and
encouragement to trainees. RMCEP also provided per-person training funding to CLC for each eligible participant. CLC worked with CEP to schedule training to meet learner needs and to assure adequate
numbers of trainees to run the classes.

The project involved a high level
of client/student services. A number of the trainees were under extreme stress
and dealing with a variety of personal issues. A few trainees had gone through multiple layoffs due to plant closures and were struggling
on a very personal level. Personnel from both CLC and RMCEP worked hard every
day to help foster a spirit of hope for the future in each trainee, despite the
uncertainty of employment due to the economy. This serious challenge was intensified by a bleak short-term employment outlook in the region. Nathan
pointed out, “It may be a while before we see any growth in employment and the
occupations targeted through the training efforts. However, on a more positive
note, when the expansion does eventually happen, we will have a more highly
trained workforce that will be able to adapt to the ever-changing times.” Although trainees knew that economic conditions meant employment may not be available
to them immediately following the training, they also realized they
were gaining valuable work skills that would enhance their future employability.

Challenges occurred, but problems were
solved through effective teamwork between CLC and RMCEP. Staff from both
organizations were in close contact with one another, frequently multiple times
a day. Timely and accurate communication was essential to providing trainees
with a high level of customer service during a very stressful and unsettling
time in their lives. According to President Lundblad, “This initiative shows
what can take place when partners can come together quickly to respond to the
needs of the region. We all learned that in addition to providing the
opportunity to acquire skills, addressing the emotional needs of the
participants is an important component during stressful times.”

Unprecedented economic times
necessitated collaboration at an unprecedented level. The commitment and hard
work of personnel from both CLC and RMCEP was necessary to successfully complete
the training programs. As a result of this project, working relationships are
closer than ever before among staff from both organizations, and a strong
spirit of collaboration will continue into the future.